leadership development


I’ve come across two other reviews of this book which both sum it up rather well and identify how surprising difficult I’ve found reviewing it. Director magazine commented that:

We’ve all spent long days on training courses only to emerge with little more than a single useful piece of paper with one idea on it. This book is a little like 50 of those pieces of paper pulled together in one place.”

An Amazon UK reviewer I can identify only as Dream Diver meanwhile drew these conclusions:

I think the clue that this book is just a compilation is in the title. The author perhaps couldn’t make a decision on which model was best. May be useful for MSc student who needs a simple guide to identify the many models of strategic thinking. As a Complexity thinker I personally think it shows the frailty of depending on models in real world situations.” 

To this reviewer, The Decision Book is a classic example of a book that some will love and cherish and others may not see the point of: it depends what the individuals in question are looking for, how much of it they hope to discover when they find it – and, I guess, how many training courses aimed at Director magazine readers they’ve been on! It also reminded me that models are a double-edged sword – a theme we’ve hardly left untouched on this blog – although the possibilities of over-simplification and the importance of remaining conscious you’re working with a model don’t, judging by the Instructions for Use, escape the authors.

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While the world – and certainly many of its organisations – is always in need of more skilful, insightful and capable leadership, it is hard to argue with an authentic heart that the world is crying out for more books on the subject. Thankfully, just as some leaders rise above the multitude, some books stand taller than the mire of self-help tools and celebrity business hagiographies that continue to flood forth. While some of the latter may provide inspiration to improve, or a spark that sets an individual off on a personal development path, comprehensiveness, rigour and practical usefulness tend not to be high on their authors’ agendas. For the leader (at any level), coach, L&D or HR professional who is looking for something that truly provides these so-often lacking qualities, Awaken, Align, Accelerate should be an addition to the Leadership bookshelves that they can wholeheartedly welcome.

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In September 2009, we interviewed Peter Cook of the Academy of Rock and author of the book Sex, Leadership and Rock’n’Roll. Peter has recently launched his own blog, The Rock’n'Roll Business Guru’s Blog, and suggested that we reprise the Q&A idea. We have done so, but with a twist: each of us has posed questions for the other to answer. Below, we present Peter’s answers to the questions I posed, along with responses from me. Later this month, Peter will be publishing my answers to the questions he compiled (we’ll add a link here in due course as an update).

Overtures and intros duly completed, let’s get on with the main event.

Q: Both of us have written about music as an analogy or metaphor for leadership, organisational design or culture, or teamwork. Why do you think we’ve chosen music as the metaphorical vehicle rather than any of the other arts? Theatre, film-making, even ballet might support being used as similar metaphors, but music seems to be the most powerful: are we missing some interesting lessons from other artistic forms?

Peter Cook: It’s true that different art forms present different perspectives for learning about business leadership and so on. Yet music is a good choice since it can create powerful imagery, much music has lyrical content thus it has a literary content and some music is connected with movement and dance. So, I would say that music is something of a boundary crossing art form, embracing other artforms. Yet it is true that metaphors are partial realities and focus us on certain aspects of the situation (and sometimes hide others). I think Gareth Morgan’s work on ‘Images of Organisation’ is most instructive here.

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In the previous episode in this series, I related the experience of completing the MBTI questionnaire and receiving facilitated feedback. But if MBTI is mostly about the individual, giving feedback on relationships with others more by inference and implication, FIRO-B is explicitly about the individual, others and the relationship(s) between the two. This is an instrument that looks at the ways we wish to behave towards others and others to behave towards us, and illuminates that these may be very different even in a single dimension: FIRO-B can illuminate many things, not least that “Do unto others as you would have them do unto you” may be a familiar expression but it can also be highly inaccurate in describing our behavioural patterns.

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There are many different psychometric instruments in use, not just in leadership or management development, but also in the recruitment and personal development fields and others. As it occurred to me that very rarely do you get to read a first-hand account of the process of completing some of these questionnaires and receiving feedback on them, I took the opportunity to follow up a fascinating session by an ASK colleague during Adult Learning Week by completing a range of the most commonly used tools and receiving facilitated feedback on them. In this first post in a series, I’ll cover MBTI® (later posts will cover FIRO-B® and instruments from the Hogan stable), and I hope they will provide not just interesting reading, but an insight into the psychometric experience for those who have yet to undergo it or are apprehensive about doing so.

Like many other organisations, ASK frequently deploys a range of psychometric instruments. As we value professionalism, client confidentiality and well-being, we only do so where those administering the instrument in question are licensed to do so, and all feedback is facilitated by trained professionals: while we can’t claim to be unique in this, many individuals each year receive feedback from the use of psychometric tests that is unmediated, unsupported and unfacilitated. (Given that any psychometric tool is a form of mirror to be held up to the person completing its questionnaire, this is never something that we would recommend.)

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From an ASK Press Release:

Leading behavioural and organisational change specialist, ASK Europe plc, has formed a strategic partnership with US-based MDA Leadership Consulting to strengthen each company’s existing global reach and leverage each other’s talents and core capabilities.

The partnership will enable ASK and MDA Leadership Consulting to support each others’ existing and new clients across a broad range of projects and geographies, from individual assessment through to people and organisational development.”

You can download a full copy of the press release in PDF format here, or from the ASK Elsewhere page in this blog. Please contact us for further information.

After thirteen weeks, I can take that fork out of my leg and celebrate: we have a winner. Pleasingly, the person most of the office here picked a few weeks back, not least on the grounds that hindsight is better than myopia or having a crystal-clear view of your own adoring reflection. As the four finalists presented their business plans to Lord Sugar’s hired human ‘demolition balls’ (thankfully, with the emphasis on the demolition – His Lordship’s testicular fetishism has rivalled Gordon Ramsay’s in this series), it went mostly as you’d expect.

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Last September, spurred by the coverage it was getting as a text and the impact it was being credited with having on government thinking, I reviewed Thaler and Sunstein’s Nudge for this blog. If you don’t have time to read the review again, I was largely unimpressed and unconvinced – an opinion that seemed to swim against the tide. Sitting inside an organisation that takes a behaviouralist rather than educationalist view of personal development, nudging people seemed a bit inadequate.

Behavourial change surely starts with self-knowledge, an assessment of areas where behaviours would benefit from modification, and leads into a period of application where encouragement and support are available to those attempting to change our own behaviours. (Again, we’ve made the point before, but very few of us can change our behaviours without effective support from others. I can see that a ‘nudge’ – non-regulatory hint dropping, setting of default options that smack of ‘social engineering’ but don’t have the courage to say so for political reasons – might point someone in the right direction to start with, but I can’t see how the approach can them keep on the new path.

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